Medical-Surgical Nursing Experience in the Home

BACKGROUND Current workflow in GYN triage has medical students interviewing patients after triage by nursing staff. The optimal time to initiate patient contact is unclear. This confusion has led to duplication of questions to patients, interruptions for nurses and fewer patient encounters for students. OBJECTIVE Determine if a restaurant-style buzzer can streamline workflow in gynecology (GYN) triage. METHODS A Plan-Do-Study-Act approach was used. Stakeholders were medical students, nurses, Nurse Practitioners and physicians. Factors contributing to workflow slowdown: students re-asking questions of patients, interruption of nursing staff, confusion about optimal patient flow. The net result was fewer interviews completed by students. The project was introduced during clerkship orientation. Buzzers were provided on weeks 1, 3, 5 of the rotation. Weeks 2, 4, 6 no buzzers were provided as an internal control. After each clerkship, students received a survey assessing key areas of waste and workflow disruption. A focus group with ten nurses was also conducted. RESULTS From February-July 2019, 30/45 surveys were completed (66%) 1. Very difficult/difficult to know when to begin the encounter: 90% without; 21.4% with buzzer p<.001 2. Students re-asking questions: very often/often 96.7% without; 14.8% with buzzer p<.001 3. Nursing staff interruptions: 76.7% very often/often without; 18.5% with buzzer p<.001 4. The odds of interviewing 5 or more patients per shift are ~10X greater using the buzzer χ²=14.2; p<.001 CONCLUSIONS The 10 nurses interviewed unanimously favored the use of the buzzer. Introduction of a simple, low-cost restaurant-style buzzer improved triage work-flow, student and nursing experience.

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Explaining nursing attrition through the experiences of return-to-practice students: a mixed-methods study

British Journal of Nursing ◽

10.12968/bjon.2021.30.8.490 ◽

2021 ◽

Vol 30 (8) ◽

pp. 490-496

Author(s):

Joanne Garside ◽

John Stephenson ◽

Jean Hayles ◽

Nichola Barlow ◽

Graham Ormrod

Keyword(s):

Mixed Methods ◽

Mixed Methods Design ◽

Nurse Shortage ◽

Decision To Leave ◽

Alternative Employment ◽

Nursing Experience ◽

Nursing Attrition ◽

Depth Interviews ◽

Positive Work

Background: Nurse shortage is an international issue that has adverse effects on health and the quality of care of whole populations. Aims: The study aimed to explore attrition experienced by return-to-practice students attending higher education institutions in England. Methods: A mixed-methods design, involving questionnaires (n=114) and in-depth interviews (n=20), was used. Findings: Just over half (52%) of respondents left nursing after ≥10 years. Most of these (84%) stayed in alternative employment during their break from nursing. There were two distinct reasons for leaving nursing: the inability to maintain a positive work/life balance and a lack of opportunity for career advancement while retaining nursing registration. Respondents reflected positively on their nursing experience yet frequently reported significant personal or professional incidents prompting their decision to leave. Conclusion: The reasons nurses leave are complex. Professional bodies and managers need to work together to address concerns many nurses have during their careers that lead to them deciding to leave the profession.

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Relation between Halls’ Professionalism Scale and nurses’ demographic characteristics

BMC Research Notes ◽

10.1186/s13104-021-05660-2 ◽

2021 ◽

Vol 14 (1) ◽

Author(s):

Tinda Rabie

Keyword(s):

Public Service ◽

Employment Status ◽

Self Regulation ◽

International Experience ◽

Demographic Variables ◽

Demographic Profile ◽

Professional Nurse ◽

Number Of Children ◽

Nursing Experience ◽

Employment Sector

Abstract Objective Nursing Professionalism was measured by Hall’s Professionalism Scale, consisting of 50 items. The scale was developed to measure the attitudes and ideologies held by professionals in various professional occupations by measuring five attitudinal constructs of professionalism, namely ‘sense of calling to the field’, ‘autonomy’, ‘using a professional organisation as a major referent’, ‘belief in self-regulation’, and ‘belief in public service’. This study focussed on determining the practically significant differences that exist between the means of the five constructs of Hall’s Professionalism Scale and certain demographic variables among nurses in South Africa. The 11-item demographic profile included the following variables: gender (1), age (2), age when becoming a professional nurse (3), undergraduate qualifications (4), marital status (5), number of children (6), employment sector (7), years’ of nursing experience (8), international experience (9), employment status (10) and satisfaction with nursing as a career (11). Results Only (7/11) demographic profile variables had an association with one or more of the five Hall’s Professionalism Scale constructs The variables included the following items: age (2), age when becoming a professional nurse (3), number of children (6), years of nursing experience (8), international experience (9), employment status (10), and satisfaction with nursing as a career (11).

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